Sr. Manager, Employee

2 weeks ago

Chicago, United States Heartland Alliance Full time
Job DescriptionJob Description

Title:Sr. Manager, Employee and Labor Relations


Shift: Monday to Friday (8:30am-5:00pm)


Location: Hybrid


Summary:

Under the general guidance of the Sr. Director Human Resources, the Sr. Manager, Employee Relations, supports HHCS (Heartland Human Care Services)’ positive employee engagement and retention efforts as well as oversees lifecycle union-avoidance efforts, inquiry and investigations, union grievances and negotiation planning and execution. This mission critical role serves as an internal consultant to management, and partners with the HHCS (Heartland Human Care Services) Risk Management Team on complex Employee and Labor Relations related matters. 

Leverages industry knowledge and best practices to promote the mission and vision of the Human Resources organization and the institution and supports organizational development through positive culture development and management efforts.

Our Benefits:

o Medical insurance

o Dental insurance

o Vision insurance

o 401(k) match

o Paid maternity leave

o Paid paternity leave

o Commuter benefits

o Student loan assistance

o Tuition assistance

o Disability insurance


Essential Functions:

Duties & Responsibilities

General Administration

  • Partners with Human Resource Business Partner in recommending innovative approaches, development and/or implementation of HR (Human Resources) policies and procedures, individual or HR departmental initiatives, objectives, and systems for continuous improvements and efficiencies in departments and services provided.

  • Supports the development of relevant policies.

  • Ensures the drafting, finalization and memorialization of relevant employee/labor relations standard operating procedures, and process maps.

  • Partners with L&D team toward developing, coordinating, and facilitating leadership training toward the promotion of positive employee relations.

  • Maintains relevant and compliant reports and provides routine and ad hoc reports as required/requested.

Employee Relations

  • Serves as content expert to support fair, consistent, and legally sound solutions to employee and management issues.

  • Proactively anticipates, assesses, and identifies HR-related needs for the organization to develop integrated HR solutions.

  • Formulates partnerships across the HR department and organization to deliver value added service to management and employees that reflect the business objectives of the organization.

  • Consistently partners with member(s) of the Risk Management Team in receiving triaged employee complaints.

  • Ensures timely, fair, equitable and non-biased complaint inquiries and conducts timely, fair, equitable and non-biased complaint investigations.

Labor Relations

  • Partners with HRBP and program management to assess the need for and administer the grievance process demonstrating strict adherence to CBA guidelines and procedures.

  • Oversees inclusive, researched, and timely contract negotiation preparation and provides primary staff support during contract negotiations.

  • Other duties as assigned and/or required.

Retention

  • In partnership with Sr. Director Human Resources and in collaboration with the Director of Recruitment, develops goals and metrics that align with the strategic plan. Presents on the progress with retention projects and their related metrics quarterly to business leadership.

  • Collaborates with program management to develop, plan, and implement employee engagement and retention strategies.

  • Represents HR on Quality Improvement (QI) committee, as appropriate.

  • Serve as a thought-partner on the Employee Engagement Committee.

  • In partnership with Recruitment Services, evaluates the onboarding process, and provides recommendations on continuous quality improvement opportunities.

  • Uses data collected and provided by Learning & Development (L&D) to ensure outcomes are based on informed data.

  • In concert with L&D, develops training opportunities for program management. Coaches and evaluates tiers of management on the efficacy of manager competencies provided through training and execution.

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